The Impact of Supervisory Support on Organizational Commitment, Career Satisfaction, and Turnover Intention for Hospitality Frontline Employees

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The influence of satisfaction and promotability on the relation between career adaptability and turnover intentions (2016, background): “…CA and TI (e.g., Ferreira et al., 2013; Omar & Noordin, 2013; Savickas et al., 2009); a negative relation between promotability and TI (e.g., Carson et al., 1994; Porter & Steers, 1973); and a negative association between CS and TI (e.g., Chan & Mai, 2015; Kang et al., 2015; Nauta et al., 2009).”
Mediation of job embeddedness and satisfaction in the relationship between task characteristics and turnover: A multilevel study in Portuguese hotels (2017, result): “Taking into account that peer and supervisor support have a positive relationship with turnover intention (Chalkiti and Sigala, 2010; Kang et al., 2015), future studies might include these variables as moderators that explain the mediators tested in our study.”
The effects of work social support and career adaptability on career satisfaction and turnover intentions (2016, background): “Recently, Kang, Gatling, and Kim (2015) also found that supervisor support activated frontline hotel employees’ career satisfaction.”
The impact of human resource management practices and career satisfaction on employee’s turnover intention (2020, background): “Recent research has revealed that career satisfaction is negatively related with employees’ turnover intention (Chan & Mai, 2015; Kang et al., 2015; Chan et al., 2016; Guan et al., 2014, 2017).”